Citrus bargaining teams reach tentative agreement on non‑economic contract language; debate continues over pay and insurance

Negotiators for the Citrus County Education Association (CCEA) and the Citrus County School District (CCSD) confirmed they have resolved nearly all non‑economic articles in two draft contracts but remained apart on compensation and health‑insurance details after a multi‑hour bargaining session. The district presented a counter that adds a one‑time retention supplement and modest across‑the‑board salary adjustments, while the union pressed for clearer protections on planning time, access to student discipline records, and training for support staff.

The teams said they have increased tentative agreements from nine to 25 and are down to three open articles in each contract: teacher and support personnel rights (Article 7), teaching/working conditions (Article 8), and compensation and insurance. The district described its economic counter as a combination of a 1% salary increase for instructional staff (which includes statutorily required performance pay), a $305,200 allocation for support staff, an added paid holiday (Martin Luther King Jr. Day), and a proposed $20‑per‑month board insurance match increase. The district also proposed a nonrecurring retention supplement intended to be retirement‑creditable; fringe costs were calculated at 22.3 percent. The district estimated a total fiscal impact of about $1,253,900 for the package presented.

Why it matters: teachers and support staff said pay and insurance remain top concerns for retention and daily operations, while the district said budget constraints limit recurring increases. Both sides emphasized the intent to reach a compromise that addresses short‑term retention pressures without creating unsustainable recurring obligations.

On working conditions, the parties negotiated language on instructional materials and reporting: the district’s counter states it will provide adequate teaching materials and textbooks “when these materials are in the possession of the board,” and requires teachers to submit written requests that specify quantities when reporting inoperable equipment. For planning time, the union’s draft sought a minimum of 120 minutes of uninterrupted, self‑directed weekly planning; the district counter proposed at least 150 minutes per week scheduled in 30‑minute blocks with a minimum of 60 minutes of self‑directed planning during student contact time. After discussion about variability across grade levels and short weeks (for example, three‑day weeks), negotiators agreed to continue refining the wording; later in the session the district offered a counter protecting 90 weekly minutes as an alternative implementation approach.

Student discipline and information access were a central focus. Negotiators revised language so teachers will have access to disciplinary records for students “included in their instructional rosters,” addressing concerns about rostered versus supervised students (for instance, specials teachers, club sponsors, or bus‑riding aides). Bargainers reviewed relevant statutory language and agreed that notification procedures for student arrests/charges should follow the established practice: information flows from the superintendent to the principal, and the principal notifies immediate classroom teachers and other school personnel whose duties include direct supervision of the child (bus drivers, coaches, paraprofessionals) at the principal’s discretion. The district emphasized it already distributes such information and treats it as confidential.

The teams also discussed referrals and how outcomes are communicated. Teachers reported receiving automated or system‑generated notification (Skyward or the forthcoming Focus system) when a referral has been processed; negotiators agreed to investigate whether the new system can be configured to notify staff who supervise but do not roster a student.

Training and retraining provisions were debated. Parties agreed that targeted training in classroom management and de‑escalation should be available during paid time (for example, early‑release or back‑to‑school days) and that support staff who request such training should be afforded the opportunity. Language governing retraining and certification reimbursement will be moved to the compensation and insurance article for clarity, and the teams will form a small subgroup to develop details about committee composition and administrative procedures.

Insurance proved the most contested economic topic. The district reported an unusually large pharmacy claim month (about $450,000) and proposed a limited, time‑bound premium discount to reduce employee out‑of‑pocket costs while limiting recurring cost exposure to the self‑insurance fund. The proposal would add a $20 per month board match (general fund) and a $20 per month premium discount funded from the self‑insurance fund for active employees in most plans (an $8 monthly discount for one high‑cost plan), effective with the December 15 paycheck through June 30, 2026. District staff described the premium discount as a one‑time, short‑term measure that would require a memorandum of understanding rather than permanent contract language.

What’s next: negotiators paused for caucus on economics. The parties set a timeline to conduct ratification votes at worksites and to present finalized language to the school board at its November meeting. The district will supply performance‑pay/pulse numbers needed to compute the statutorily required portions of pay, and the teams will continue subgroup work on retraining and the system notification workflow. No final ratification vote was taken during the session.

Quotes in context: “We have just made an addition… a nonrecurring retention supplement,” a district representative said when presenting the economic counter, explaining the supplement is intended as a one‑time retention tool that can count toward retirement. A union representative described planning time variability across sites and urged protecting a share of planning minutes to preserve teachers’ ability to prepare during the school day.

Ending: negotiators said they will finalize non‑economic language and continue bargaining on the economic package; both sides signaled willingness to keep working toward a ratifiable agreement in the coming weeks.